U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION: Alorica Settles EEOC Sexual Harassment Lawsuit For $3.5 Million

By Press release submission | Aug 11, 2018

The U.S. District Court approved a consent decree between Alorica, Inc. and the United States Equal Employment Opportunity Commission (EEOC) for $3.5 million and remedial measures to resolve a sexual harassment lawsuit, the federal agency announced.

U.S. Equal Employment Opportunity Commission issued the following announcement on Aug. 1.

Male and Female Employees were Subjected to Harassment, Says Federal Agency

The U.S. District Court approved a consent decree between Alorica, Inc. and the United States Equal Employment Opportunity Commission (EEOC) for $3.5 million and remedial measures to resolve a sexual harassment lawsuit, the federal agency announced.

According to the EEOC, male and female customer service employees were subjected to harassment, including a sexually hostile work environment, by managers and coworkers. The EEOC further alleged that the onsite human resources staff failed to properly address the harassment despite repeated complaints by employees, which the EEOC contends violates Title VII of the Civil Rights Act of 1964.

The EEOC filed suit in the U.S. District Court for the Eastern District of California (U.S. EEOC v. Alorica, Inc., Case No.: 1:17-cv-1270-LJO-MJS) and reached an early settlement of the lawsuit. The court approved the consent decree that resolves the case, which remains under the court's jurisdiction during the term of the decree.

The $3.5 million will be distributed among a class of victims of sexual harassment from the Fresno and Clovis, Calif. facilities, pursuant to a claims process set forth in the decree. In addition to the monetary relief, Alorica agreed to significant injunctive relief in the form of a three-year consent decree, which includes the hiring of a third-party monitor; the creation of an internal equal employment opportunity consultant and internal compliance officer; and, sexual harassment training, including incorporating civility and bystander intervention training, for its employees. The company also agreed to revise its anti-discrimination and retaliation policies and procedures as well as maintain records of any future sexual harassment and retaliation complaints, audits, and reporting.

"While no one should have to experience harassment on the job, I commend the women and men who bravely came forward in this case and brought their experience of harassment to the EEOC," said EEOC Acting Chair Victoria A. Lipnic. "I also commend our enforcement and legal teams, and the parties involved, for coming to a resolution that both provides relief to these women and men, and makes positive changes to the company's workplace practices."

"Sexual harassment continues to be a pressing issue in our region and we urge employers to take more proactive measures to prevent such misconduct," said Anna Park, regional attorney for the EEOC's Los Angeles District, which includes Fresno County in its jurisdiction. "We commend Alorica for working with the EEOC to create and implement measures that will prevent future abuses."

Rosa Viramontes, district director of the EEOC's Los Angeles District, added, "Combatting systemic harassment is a top priority of the Commission. Employees have the right to file complaints against employers that fail to protect them from sexual harassment, without the fear of retaliation."

According to Alorica's website, www.alorica.com, the company provides customer management solutions in the form of third party call center and technology services. Alorica is based out of Irvine, Calif., employing 100,000 workers across 16 countries, in 140 locations.

Individuals who believe they were subjected to sexual harassment while working for Alorica at the Fresno and Clovis, Calif. facilities between August 2014 to the present, can contact the EEOC at 1-855-725-4456.

Preventing workplace harassment through systemic litigation and investigation is one of the six national priorities identified by the Commission's Strategic Enforcement Plan (SEP).

Original source can be found here.

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